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How two organisation undertook to implement work-life balance in their organisations.

Work-Life Balance Implementation Plan (example one)


The goal of this project is to help our employees achieve a happy work-life balance to benefit them and (name of company).


The strategies included in this implementation plan have been developed by the Work-Life Balance Project Group, in consultation with the Executive Management Group. They are based on the findings of a company wide survey, focus groups and interviews with managers. They are designed to address four key areas:

Time frame

This work-life balance implementation plan covers an 18 month period. The strategies will be in three phases.

The full implementation of some of the strategies may flow over subsequent phases.

Goal One: Improve communication on work-life balance issues
Strategies Phase Target date Responsibility

Identify employees who have not yet attended Induction and send a letter to them

Develop an A4 information sheet on the work-life balance policies and initiatives for use at induction
Phase 1    

Develop a work-life balance section on the intranet and update monthly

Develop more detailed ‘question and answer’ information on work-life balance for inclusion on the intranet

E-mail our users to ensure they are aware of how to access the intranet

Place an additional PC in the cafeteria for employees to use to access the intranet
Phase 1    
Ongoing information needs

Investigate and monitor the need for seminars or presentations on relevant work-life balance issues
Phase 3    


Goal Two: Enhance the transparency and effectiveness of annual leave arrangements
Strategies Phase Target date Responsibility
Use a workshop process with (name of group) to develop a draft set of guiding principles and processes for managing leave

Consult on draft plan with EMT for approval

Find department to volunteer for trial

Agree an acceptable timeframe for approving/declining leave

Trial principles and processes in one department
Phase 1    
Assess the outcomes of the trial, meet with (name of group) to discuss

Use results of trial to finalise principles and processes

Sign off principles and processes & implement company wide

Communicate principles and processes to all employees, managers and supervisors
Phase 2    


Goal Three: Ensure that as far as possible roster arrangements meet the needs of employee and the team as well as (name of company)
Strategies Phase Target date Responsibility
Rostering Committee

Develop terms of reference for a rostering committee

Convene committee

Research current strengths and weaknesses of current rostering arrangements with the aim of sharing good practiceDevelop a set of rostering principles and processes based on best practice to increase roster flow and predictability
Phase 1    
Develop and implement a communication strategy for employees on how the rosters work and how they can make best use of the roster process

Monitor satisfaction levels with rostering arrangements

Part-time employees

Research the potential for increased use of part-time employees in different departments
Phase 2    
Recommend appropriate strategies based on this research Phase 3    


Goal Four: Enhance managers and supervisors skills, knowledge and availability in responding to work-life balance issues
Strategies Phase Target date Responsibility
Work-life balance Statement

Develop work-life balance statement

Have EMT and CEO support and approval

Communicate to employees, managers and supervisors – requires a plan
Phase 1    

Ensure that management training encompasses work-life balance issues and managers and supervisor responsibilities in implementing the work-life balance policy

Develop information on WLB for managers training
Phase 2    
Employee Advisors

Develop terms of reference for Employee Advisors, programme outline and evaluation criteria

Identify department to trial programme

Appoint and train Employee Advisors in trial department

Run trial for six month period

Review trial programme
Phase 1    
Develop recommendations based on the results of the trial Phase 2    


Goal Five: Ensure the implementation and monitor the impact of work-life balance strategies
Strategies Phase Target date Responsibility
Work-life balance Committee

Establish a working group drawn from the original project team to coordinate and oversee the implementation and assessment of work-life balance strategies
Phase 1    
Monitoring and Assessment

Track retention data, exit interview results and other relevant information on a six monthly basis
Phase 2    
Undertake wider review in 18 month’s time to assess impact. This may include a repeat of some of the survey or focus groups. Phase 3+    

Encouraging Work-life Balance Implementation Plan (Example Two)

Objective One: To enhance communication on work-life balance issues
Action Responsibility Suggested date of commencement
Provide training for managers and staff on effective communication, in particular on giving and receiving information

Develop a question and answer forum to address work-life balance issues

Use discussion prompts to encourage discussion and information sharing on work-life balance issues (work-life balance to be added to pilot area team meeting agendas)

Ensure that job descriptions include responsibilities and desired behaviours related to effective communication and teamwork

CEO/EMT discussion/communication on work-life balance


Objective Two: To organise work so that it is easier for people to get a satisfactory work-life balance
Action Responsibility Suggested date of commencement
Monitoring and planning i.e. development of a toolkit to assist managers with consistency of annual leave planning, succession planning, training attendance planning and subsequent backfilling

Implement a programme to encourage pilot teams to identify and rectify inefficient work practices that impact negatively on work-life balance

NB: Identification of measures is key to this objective.

Objective Three: To strengthen team work to facilitate work-life balance
Action Responsibility Suggested commencement date
Gather existing work being undertaken which identifies the characteristics of teams that are working successfully at (name of organisation) including key participants (i.e. clients)

Use the results of the above to identify what further steps are necessary and appropriate to strengthen team work.


Objective Four: To encourage the proactive management of effective teams
Action Responsibility Suggested commencement date
Training for teams on how to intervene early when they suspect or are aware of problems developing

Develop a database of internal facilitators who could be utilised in resolving problems within teams

Review current processes to ensure consistency of approach


Objective Five: Ensure the implementation and monitor the impact of work-life balance strategies
Action Responsibility Suggested commencement date
Overview of implementation plan – continue the work-life steering group for the duration of the implementation plan

Assess impact of initiatives – modified questionnaire/focus groups. HR data i.e. exit interviews, turnover rates and leave management.

Consider the implications for the wider organisation